By: Ala Salameh and Chelsea Hoffman
Seyfarth Synopsis: In the thick of college basketball season, it’s not just teams updating their playbooks- employers should also take a hard look at their handbooks as well. With rapidly evolving rules around AI, immigration, paid leave, social media, and workplace accommodations, now is the perfect time for a strategic review to avoid running
Continue Reading Navigating Through 2026 March [Policy] Madness: Employment Law Updates Employers Can’t Afford to Bench This Season
Seyfarth Synopsis: Employees’ use of their personal social media accounts in ways that could impact an employer’s business present challenges to employers.
Seyfarth Synopsis: Even if bad Glassdoor reviews have you feeling like you need to fight back, employers should stay out of the ring, and instead implement social media policies that clearly define prohibited behavior and disclosures, while spelling out the consequences for violations. Employers must not retaliate against employees for their lawful out-of-office behavior. 
Seyfarth Synopsis: Employers are now being presented with more options to outsource workplace complaints through third party companies and mobile apps. This may create an ease in grievance reporting for the employee, but does not necessarily shield employer liability. 
Seyfarth Synopsis: Wishing you a wonderful holiday season. 
Seyfarth Synopsis: Private employers can face competing obligations when it comes to responding to employees’ expressive conduct. Employee rights may collide with employer obligations to maintain a safe and harassment-free work environment, not to mention the employer’s interest in maintaining productivity and avoiding adverse publicity. Here are some guiding principles. 
Seyfarth Synopsis: Employer must reinstate four employees after it terminated the employees for agreeing with a former coworker’s email that complained about their terms and conditions of employment. 
